90 employees (working language: English)
- Diversity and inclusion are major issues for our client, which, like other investment funds, is struggling to diversify and feminise its workforce.
- A qualitative analysis (interviews with around thirty people) was carried out internally and revealed a heterogeneous perception of diversity, particularly in terms of gender, and partly linked to cultural differences.
- Willingness to raise awareness and involve employees in diversity & inclusion training.
Objectives and recommendations of EQUILIBRES:
Gather employees' perceptions of diversity and inclusion to fuel discussions during training sessions and, in the longer term, to guide our customer in drawing up its D&I action plan.
Cascade training: first train the managers who drive the company's commitment, then all employees so that everyone shares a common base of knowledge
Stage 1: Quantitative survey
Online questionnaire administered to all employees (15 questions) to gather their perceptions, expectations and personal experience of D&I.
Stage 2: Training sessions for senior staff
3-hour face-to-face workshops in sub-groups of 12 for partners and managers "becoming key relays for D&I" in Paris, Madrid and Brussels
- Understanding what D&I means, in general and within the company
- Challenge the illusion that workplace gender equality has been completely attained
- Become aware of unconscious stereotypes and prejudices
- Understand the challenges
- Understand your role and responsibility as a senior employee in favour of D&I
- Define individual commitments
Stage 3 : Training sessions for all employees
3-hour workshops in sub-groups of 12 people for employees "sharing common knowledge and commitments about D&I" face-to-face in Paris, Madrid and Brussels.